There seems to be a smaller and smaller pool of nail technicians getting their licenses in California. I’m having a very hard time finding nail techs. Any suggestions?
Recruiting is a 365-day-a-year job. We cannot wait until we need to fill a position to get serious about our recruiting efforts. I recommend a few strategies: Create a recruitment brochure outlining the benefits of working with your salon. Have this brochure readily available to all prospective candidates. I also recommend a physical visit to the schools. Everybody calls; you need to set yourself apart and visit these schools with your application, recruitment packets, free product, educational materials, and possibly free service vouchers for the instructors.
Offer a referral fee to schools, existing staff members, and even clients who can generate the buzz that you are looking for a motivated, professional nail tech. Another thought is to train from within. If your state allows, let your technicians be dual-service providers. This gets you more bang for your buck.
Ultimately salons and spas must create an environment where nail techs want to come and work. This is not an overnight process but one that takes time. Systems, protocol, and a sound training program will attract a healthy pool of candidates from which you can choose. — Lisa Marie Arnold (www.lisamariearnold.com) is a salon industry business educator. She can be reached at (724) 444-6903.